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Presentation Audience

Last Updated 12/13/2021


Privacy Policy

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Information Collected and Stored Automatically

If you browse through NLRB website, read pages, or download information, our system temporarily logs the following information about your visit automatically:

  • Internet domain and Internet Protocol address
  • Type of browser and operating system used
  • Date and time you access our site
  • Content downloaded
  • Pages you visit
  • Geo-location the NLRB website is being accessed from

The NLRB collects and uses this information, which does not identify you personally, to make the NLRB site more useful to visitors, i.e. to learn about the number of visitors and the types of technology used to access the site. The NLRB uses Google Analytics measurement software to collect the statistical-only information indicated above. The data is automatically sent to the Google Analytics system and the system immediately aggregates the data. Neither the NLRB nor Google have access to the specifics of any particular site you visit. Only the aggregate data from all users for a particular time period can be viewed. The NLRB may use the aggregated data to share with our partners and contractors to help improve site visitor experiences. In some cases, the NLRB may share the information with other federal agencies as required in response to law enforcement requests. The NLRB uses Google Analytics web measurement and customization technologies in accordance with OMB M-10-22 directive, "Guidance for Online Use of Web Measurement and Customization Technologies".

If You Send Us Personal Information

Personally-identifying information that you provide will be used only for purposes described at the point of collection. If you provide contact information, NLRB staff may have a need to contact you to clarify your comment(s), provide information, respond to inquiries, or to learn about your level of customer satisfaction with our services. If the NLRB stores your personal information in a system of records designed to retrieve information about you using a personal identifier(s) so that we may contact you, NLRB will safeguard the information you provide to us in accordance with the Privacy Act. Forwarding of electronic forms and/or mail messages may occur for the aforementioned purpose(s).

If you choose to provide the NLRB with personal information via email or by submitting a form through the site, the NLRB will use that information to respond to your message and to help us obtain the information you requested. Please be aware email may not necessarily be secure against interception. The NLRB suggests that you do not send sensitive personal information (e.g. financial information; Social Security number, etc.) to us via email. Rather, submission of data through the use of a secure program website (if available) or by U.S. mail with the ability to track the information is recommended.

The NLRB considers emails and electronic forms the same way as letters to the NLRB are regarded. The NLRB does not collect personal information for any other purpose than to respond to you or to process cases to which the information relates. The NLRB does not collect information for commercial marketing, or creating individual profiles with the information you provide. The NLRB does not disclose, transfer, or sell personally identifiable information to third parties, unless in accordance with the Privacy Act. The NLRB only shares the personal information you provide to us with another government agency if your inquiry relates to that agency, or is required by law.

Interaction with Children

The National Labor Relations Board websites do not provide content to children and do not collect personally identifiable information from these visitors. Therefore, the requirements of the Children's Online Privacy Protection Act (COPPA) are not incorporated in this privacy policy.


What is a Cookie — Whenever you visit a website, the website can send a small piece of information called a cookie along with the information you requested. The main purpose of a cookie is to identify and customize web pages for you.

There are two kinds of cookies:

  1. Session cookie — A line of text that is stored temporarily in your computer's memory. A session cookie is never written to a drive, and it is destroyed as soon as you close your browser.
  2. Persistent cookie — Saved to a file on your hard drive and is called up the next time you visit that website. This lets the website remember what you were interested in the last time you visited.

With the exception of links for the mobile application , this site creates only session cookies when you visit and destroys it as soon as you close your browser.

Privacy Impact Assessments and System of Record Notices

Click here for the NLRB's Privacy Impact Assessments.
Click here for the NLRB's System of Record Notices.

For general information regarding data the NLRB collects from the public, and the privacy protections available, please use the link above. The data collected in these systems may be used to distribute information to you, and to perform a multitude of administrative activities.

Links to Other Sites

The NLRB’s website contains links to other government agencies, private organizations, and some commercial entities, solely for users' information and convenience. These websites are not within our control and may not follow the same privacy, security, or accessibility polices. Once you link to another site, you are subject to the policies of that site. All Federal websites, however, are subject to the same policy, security, and accessibility mandates.

Mobile Devices/Application

The NLRB’s policies remain in effect when you browse to the website on a mobile device with one exception. The NLRB uses a persistent cookie in an effort to block our repeated invitations to download the NLRB mobile application.

The following are the Terms of Use for the NLRB mobile application:

The statements contained in this smart phone application are intended for users' general information. This application may not be cited as legal authority. Particular statements may be subject to unstated exceptions, qualifications, and/or limitations, and may even be rendered unreliable without prior notice by changes in the law. In addition, although we have sought to provide broad general guidance, we do not claim completeness. In other words, you may be subject to prohibitions under the National Labor Relations Act that are not set forth here. The National Labor Relations Board expressly disclaims any purpose or intent to furnish legal advice. You may contact your nearest regional Board office and/or an attorney to discuss your specific situation or to learn more about your rights and obligations under the NLRA.

The NLRB will revise its mobile device/application policy if our practices change. Please refer back to this page for the latest information and the effective date(s).

Site Security

The NLRB takes the security of all personally identifiable information very seriously. Precautions are taken to maintain the security, confidentiality, and integrity of the information we collect at this site. Security procedures include access controls designed to limit access to the information to the extent necessary to accomplish the agency's mission, as well as security technologies to protect the information stored within NLRB systems. The NLRB regularly conducts security tests to ensure the site’s security continues to be operational and effective.

Vulnerability Disclosure Policy

The NLRB is committed to maintaining the security of our systems and protecting sensitive information from unauthorized disclosure. For more information, see our Vulnerability Disclosure Policy.

IPV6 Policy

FROM: Office of the Chief Information Officer

SUBJECT: Transition to Internet Protocol version 6 (IPv6)

In accordance with Office of Management and Budget (OMB) Memorandum 21-07 (M-21-07), dated November 19, 2020, by Fiscal Year (FY) 2023, all new National Labor Relations Board (NLRB) information systems must be IPv6-enabled at the time of deployment. It is also the strategic intent of office of the Chief Information Officer (OCIO) to phase out the use of IPv4 for all current NLRB systems as soon as practical by meeting the milestones laid out by M-21-07, to include at least 80% of IP-enabled assets on NLRB networks operating in IPv6-only environments by the end of FY 2025.

This memorandum designates the Associate CIO (ACIO) for Infrastructure as the lead of NLRB’s IPv6 Integrated Project Team (IPT) to coordinate these actions. The IPT is responsible for developing and overseeing the overall IPv6 transition plan which shall be inclusive of strategies, acquisitions, processes, status, and milestones. Additionally, system owners shall ensure system documentation details plans for transitioning to IPv6 and that these plans align with the Agency’s overall IPv6 Implementation Plan.  

In support of this mandate, designated key stakeholders identified within the IPT must:

  • Provide strategies, processes, status, and milestones for inclusion in the Agency’s overall IPv6 implementation plan;
  • Collaborate with NLRB’s major applications Systems Owners to identify opportunities for IPv6 pilots on operational systems and nominate them to the IPT;
  • Oversee implementation of the Agency’s IPv6 implementation plan;
  • Work with major applications Systems Owners to ensure that processes for approving new systems for operation, or upgrading existing systems, include a review of the system’s IPv6 readiness to ensure consistency with the Agency’s overall IPv6 Implementation Plan;
  • Work with major applications Systems Owners to ensure processes are in place requiring all new agency acquisitions are capable of operating in an IPv6-only environment by the milestones established in the Agency’s implementation plan.

For questions regarding this memorandum, please contact

References: OMB Memorandum M-21-07

Social Network Comments Policy

The NLRB participates in social networking sites in order to engage individuals and organizations interested and affected by the NLRB's work. Therefore, our goal is to share ideas and information with as many individuals as possible and our policy is to accept the majority of comments made to our profile. However, a comment will be deleted if it contains:

  • Hate speech
  • Profanity, obscenity or vulgarity
  • Nudity in profile pictures
  • Defamation to a person or people
  • Comments whose main purpose are to sell products, and
  • Comments that the NLRB Office of Public Affairs deems inappropriate

Please contact if you have any questions.


The National Labor Relations Board maintains this web site to enhance public access to NLRB's information. This is a service that is continually under development. While we try to keep the information timely and accurate, we make no guarantees. We will make an effort to correct errors brought to our attention. Users should be aware that the information available on this web site may not reflect official positions of the NLRB.

Electronic Filings

The National Labor Relations Board strongly encourages parties or other persons to use the Agency's E-Filing Program to file selected documents in unfair labor practice and representation cases with the Office of the Executive Secretary, the Division of Judges, the General Counsel’s Office of Appeals, and Regional, Subregional and Resident Offices.

Download the full E-Filing Terms of Service.

Bulk Data Policy

The NLRB welcomes individuals and organizations who wish to download information about cases and other datasets available through this website. We ask, however, that bulk data extractions be scheduled for non-peak hours (between 11pm EST – 6am EST) so that website performance is maintained for all users.  Further, we ask that automated programs not run more than 5 concurrent requests from the same IP, or the total requests exceed 20 per 200ms. IP addresses that run beyond this standard may be temporarily blocked. If you believe you have been blocked, please contact the NLRB Webteam.

Plain Writing Initiative

The Plain Writing Act of 2010 requires federal agencies to write “clear Government communication that the public can understand and use.”  President Obama also emphasized the importance of a “system of transparency, public participation, and collaboration” in his January 21, 2009, Memorandum on Transparency and Open Government.

In conjunction with its longstanding and ongoing Legal Writing Initiative (OM 02-43, OM 03-40, and OM 03-86), the National Labor Relations Board is committed to preparing new documents and, where appropriate, revising existing documents using the Federal Plain Language Guidelines.  We need you to help us ensure that all of our Agency documents and web pages are clear and easy to read.  Therefore, please let us know if you have trouble understanding any of our documents or the pages on our website by contacting us at

The Executive Secretary and the Division Head of Operations-Management will oversee our plain language efforts.  We recognize that agencies are to use plain language in documents that:

  • are necessary for obtaining any federal government benefit or service;
  • provide information about any federal government benefit or services; or
  • explain to the public how to comply with a requirement that the federal government administers or enforces. 

 To date, the NLRB has revised many documents using plain writing, including the following:

  • Pleadings Manual
  • Templates
  • NLRB Rules and Regulations document – mailed to parties when an administrative law judge decision is issued. 

The Act does not apply to formal regulations published in the Federal Register.

Final Guidance on Implementing the Plain Writing Act of 2010

NLRB Plain Writing Compliance Report, 2013-2014

Personal Assistant Services (PAS) for NLRB Employees and Applicants

Effective January 3, 2018, amendment to regulations implementing Section 501 of the Rehabilitation Act of 1973, require the provision of Personal Assistant Services or PAS to certain employees with targeted disabilities who request and require non-medical and non-work task personal assistance, unless doing so would impose an undue hardship on the agency. NLRB anti-discrimination policies apply to this affirmative action requirement, and no employee should be discriminated against based on need for PAS.

The following information defines PAS and how to request PAS:

What are Personal Assistance Services (PAS)?

PAS is assistance with performing activities of daily living that an individual would typically perform if they did not have a disability and is not otherwise required as a reasonable accommodation. See, 29 C.F.R. § 1614.203(a)(5).

How does one request PAS?

Requests for reasonable accommodation, including a PAS, can be made by either an applicant or an employee [or on behalf of an applicant or employee] and can be made either orally or in writing. Employees or applicants needing medically based reasonable accommodations (RA), including a PAS, to assist them in the workplace, or to apply for employment, may make a request through the NLRB’s RA procedures. To request an RA, contact